在山東，無論是青島的初創(chuàng)公司、濟(jì)南的家族企業(yè)，還是臨沂的商貿(mào)合伙，股權(quán)分配都是繞不開的 “核心命題”。這事兒就像一群人合伙開包子鋪 —— 有人出資金買設(shè)備，有人出技術(shù)調(diào)餡料，有人天天守著店鋪招呼客人，怎么分 “股權(quán)” 這塊 “面團(tuán)”，既關(guān)系到眼前的公平，更影響著未來的合作。山東人重情義、講規(guī)矩，股權(quán)分配得講究 “實(shí)在” 與 “長遠(yuǎn)”，讓每個人的貢獻(xiàn)都有分量，讓合伙生意能穩(wěn)穩(wěn)當(dāng)當(dāng)走下去。

In Shandong, whether it is start-up companies in Qingdao, family businesses in Jinan, or business partnerships in Linyi, equity distribution is an unavoidable "core proposition". This is like a group of people partnering to open a baozi shop - some provide funds to buy equipment, some provide technical skills to adjust fillings, and some keep watch of the shop every day to greet customers. How to divide the "equity" of this "dough" not only affects the fairness in the present, but also affects future cooperation. Shandong people value loyalty and abide by rules, and pay attention to "practicality" and "long-term" equity distribution, so that everyone's contribution carries weight and the partnership business can proceed steadily.

股權(quán)分配的 “底層邏輯”：先分清楚 “出錢” 和 “出力”

The "underlying logic" of equity distribution: first distinguish between "giving money" and "giving effort"

很多山東企業(yè)剛開始創(chuàng)業(yè)時，幾個合伙人湊一起，總覺得 “都是自己人，股權(quán)隨便分”，結(jié)果后期容易鬧別扭。關(guān)鍵是要先搞明白：股權(quán)分配不是按 “出資多少” 一刀切，而是要算清楚 “人力” 和 “資金” 的雙重貢獻(xiàn)。

When many Shandong companies start their businesses, a few partners gather together and feel that they are all their own people, and the equity can be divided arbitrarily, which can easily lead to conflicts in the later stages. The key is to first understand that equity distribution is not a one size fits all approach based on the amount of capital invested, but rather a clear calculation of the dual contributions of "manpower" and "funds".

資金股：錢該占多少？

Capital stocks: How much should money be allocated?

假設(shè)開一家濟(jì)南的阿膠作坊，甲投了 50 萬買設(shè)備，乙出了 30 萬租廠房，丙沒出錢但有祖?zhèn)靼灸z技術(shù)，還能拉來穩(wěn)定客源。這時候如果按資金占股 80%，丙只拿 20%，看似公平，實(shí)則沒算丙的 “隱性投入”。合理的做法是給資金股設(shè)個 “天花板”，比如不超過 60%，剩下的 40% 留給人力股，按技術(shù)、管理、資源的貢獻(xiàn)分。就像山東人喝酒講究 “論杯不論量”，股權(quán)分配也要看 “誰在事兒上真出力”。

Suppose we open a ass hide glue workshop in Jinan. Party A invests 500000 yuan to buy equipment, and Party B rents 300000 yuan to rent factory buildings. Party C does not pay but has ancestral glue boiling technology, which can also bring stable customers. At this point, if the capital holds 80% of the shares and C only takes 20%, it may seem fair, but in reality, it does not count as C's "implicit investment". A reasonable approach is to set a "ceiling" for capital stocks, such as not exceeding 60%, and leave the remaining 40% for human resources stocks, based on their contributions in technology, management, and resources. Just as Shandong people pay attention to drinking regardless of the quantity, the distribution of equity also depends on who really puts in the effort.

人力股：怎么算貢獻(xiàn)？

Human Resources Stock: How to Calculate Contribution?

負(fù)責(zé)日常經(jīng)營的合伙人，比如每天凌晨去菜市場選料的丁，或是跑遍山東各地談經(jīng)銷商的戊，他們的人力投入相當(dāng)于 “每天給包子鋪揉面”，應(yīng)該拿人力股。可以按崗位重要性和投入時間定比例，比如創(chuàng)始人兼 CEO 拿 20%，核心技術(shù)骨干拿 15%，但要約定 “分期兌現(xiàn)”—— 比如每年解鎖 25%，干滿四年才能拿滿，避免 “半途離開還占著股份” 的情況，就像山東人簽合同，先講清楚 “丑話說在前頭”。

Partners responsible for daily operations, such as Ding who goes to the vegetable market every morning to select ingredients, or Wu who travels to various parts of Shandong to talk about distributors, whose manpower investment is equivalent to "kneading dough for baozi shops every day", should receive manpower shares. The proportion can be determined based on the importance of the position and the amount of time invested, for example, the founder and CEO will receive 20%, and the core technical backbone will receive 15%. However, it is necessary to agree on "installment payment" - for example, unlocking 25% annually and completing four years of work before receiving the full amount, to avoid the situation of "leaving halfway and still holding shares", just like Shandong people signing contracts and stating clearly that "ugly words come first".

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